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You've made your choice, extended an offer and received the response you want: It's a deal. Congratulations. Now the hiring process enters an important new stage: introductions and expectations. Begin with the end in mind. SMART goals establish your expectations for the probationary and annual performance review |
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Tuesday, 18 September 2007 |
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While some business owners might say they are too busy to deal with staff problems, others not only acknowledge the need for happy employees, they promote programs that put the team back in teamwork. |
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Friday, 14 September 2007 |
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A starting call center adviser at Beryl makes between $20,000 and $22,000 a year plus benefits. A more experienced call employee makes $30,000 to $35,000. Rather than paying everyone a buck an hour more, company founder and CEO Paul Spiegelman spends "hundreds of thousands of dollars a year" to make work fun. |
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Monday, 10 September 2007 |
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Employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs. Employee involvement is not the goal nor is it a tool, as practiced in many organizations. Rather, it is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the ongoing success of their work organization. |
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Monday, 10 September 2007 |
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According to new research, organizations that have excited and passionate people are more likely to create a service-focused culture that delivers great customer service. And having a customer-focused workforce means that organizations must treat their people well so they, in turn, will treat their customers well. |
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Monday, 10 September 2007 |
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Every entrepreneur knows the hectic lifestyle that comes along with starting and running a company. But this work schedule affects employees. They don't enjoy the long hours or the days and nights they must unexpectedly come into the office to handle emergencies. |
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Wednesday, 29 August 2007 |
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Counseling and disciplining employees to bring out their best performance is a concept similar to the old joke: "How many monks does it take to change a light bulb? Only one, but the light bulb has to want to change." |
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Wednesday, 29 August 2007 |
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The fact is that if companies don't figure out a way to develop these star performers, they will leave your companies and find another place where they will grow and develop. One consultant wrote recently, "companies must find a way for employees to leave without really leaving your company." |
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Tuesday, 28 August 2007 |
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The announcement that former Home Depot CEO Bob Nardelli was being tapped for the top job at Chrysler is another indicator that the battle for talent at every level of an organization is becoming fiercer. How can companies attract new talent and prevent its best and brightest from jumping ship? Organizations that properly manage talent, regardless of title or skill level, often have the most success at keeping their employees loyal. |
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Friday, 24 August 2007 |
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What's an employee worth? Should we measure it? Can we measure it? It is said of philistines that they know the price of everything and the value of nothing. Shrewd managers need to know both the price and the value of their employees. Indeed, it is difficult to see how they can make sound decisions without doing so. |
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Friday, 24 August 2007 |
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